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Prepare for Libbey with JobTestPrep

Our PrepPacks™ were designed to give you an advantage throughout the Libbey recruitment process. Rise above the competition using our in-depth Libbey practice assessment tests and study guides.


Libbey Mechanical Reasoning Test

Mechanical aptitude tests measure candidates' knowledge of mechanical and physical concepts. The exact topics may differ from one industry to another. For example, a military pilot candidate is more likely to be asked questions concerning machinery and terms common to the aviation industry, whereas an electrician or plumber will probably be asked questions about home appliances and other related mechanisms. These tests usually consist of multiple choice questions based on a given diagram. Succeeding in the test requires a good understanding of basic physics principles. Preparing in advance is necessary for optimal performance.


The Libbey Accounting Test

This test is designed to assess your knowledge of basic accounting terms and principles. Our accounting test contains:

  • Accounting Terms - These questions assess your knowledge of accounting basic terms and concepts.
  • Accounting Problems - These questions assess your ability to apply principles and practices of financial record keeping, and to understand the general ledger.
  • Comparing & Checking - These questions test your attention to detail and ability to notice small differences between different sets of information.
  • Alphabetizing/Filing - Assesses your ability to file documents in correct alphabetical order.
  • Working with Letters and Numbers - These questions test your attention to detail and require you to analyze data down to the letters and numbers of which it is made.
  • Memorization - These questions test your ability to remember information such as pictures, numbers, or words. You will be presented with a selection and given five minutes to memorize it, after which the selection will be removed and you will be asked questions.
  • Coding - These questions assess your ability to properly understand coding guidelines in order to determine the correct code for given information, or understand what information can be inferred from a given code.
  • Inductive Reasoning - Questions that will require you to understand a rule by piecing together the different information given.
  • Deductive Reasoning - To solve these questions you will be required to correctly apply general rules to a specific problem.

 

Make Sure You Succeed on Your Libbey Assessment Test

Competing for a work position can be stressful and daunting. At JobTestPrep, we want to take the edge off your anxiety and offer you helpful resources with which you can prepare for your pre-employment evaluation. Do not jeopardize your chances of scoring high on your test. Prepare with our materials and leave other applicants behind.

 

Libbey Interview Structure

There are several interviews at the Libbey. If you excel on your pre-employment tests, you will probably have all of them. The first is a phone interview that takes place after your application form has been reviewed. On your phone interview, expect to talk about your educational and professional background. You may also ask about the company and a salary you are likely to get, if you qualify for the job. The second interview is in person one. You will meet with a Human Resources’ representative and your prospective managers. Get ready to answer competency-based and situational questions. If you are applying for a technical position, you will have also technical questions related to your field of expertise. Brush up your knowledge of technical concepts and operational principles behind them before you show up for the face-to-face interview. Also consult our interview practice materials that will familiarize you with the most frequently asked questions and answers to them and will also give you practical tips on how to conduct yourself, while you are talking to your employers.


Why Does Libbey Use Pre-Hire Aptitude Tests?

Most companies administer some sort of pre-employment aptitude tests, and Libbey is no exception. These tests were designed in order to give your interviewers insight into a number of workplace competencies. These tests are often scored by taking your raw score and comparing it to that of other the candidates, then comparing all scores to the benchmark score. If your profile happens to be a match with the company’s standards, you may end up being offered the job.

What Factors in to the Situational Judgement Test Score?

There are four primary main areas that the SJT focuses upon including; decision making, problem solving, interpersonal skills and organizational skills.

  • Decision Making: Your employer wants to know before hiring you, how you cope with making tough on the spot decisions. This is especially true for those vying for C-Level positions.
  • Problem Solving: Do you have the logical, critical and analytical skills needed to innovate and keep your company relevant with viable solutions for evolving markets?
  • Interpersonal Skills: A company (especially the corporations) is made of many moving parts. Do you have the personality to successfully collaborate between divisions to get the job done?
  • Organizational Skills: As the old saying goes, time is money and companies in our fast paced and never ending work weeks need you to be on the ball and organized to quickly take on any challenge.

How to Fast Track Libbey's Hiring Process

Here are a few tips that might expedite the process or at least help you manage the dreaded wait time.

  • First, learn as much as you can about the company. Beyond reading the website, find reviews and articles about the company’s products. Track the company on social media and find out what makes them tick. Additionally, consider posing as a potential client by using customer service to ask questions to more thoroughly understand the product.
  • Second, finds ways to move spur the process along. Find an internal reference within the company that can pass your resume along to a hiring manager. At times this can cut out the initial screening by HR. Also after every stage, make sure to send a polite thank you note just to remind them that you exist, just don’t make it sound desperate.
  • Lastly, everyone wants what they cannot have. If things are taking too long, let them know you have another offer on the table. Hey It can’t hurt.

 

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